本文選題：GHHG公司 + 國有企業(yè)　； 參考：《山東大學(xué)》2017年碩士論文

【摘要】：人才作為第一資源,員工的科學(xué)管理顯得越發(fā)重要。現(xiàn)代企業(yè)管理制度中有很多重要組成部分,其中激勵機(jī)制的構(gòu)建和有效運(yùn)行作為重要的部分,通過在企業(yè)中構(gòu)建各種激勵行為,在發(fā)揮人的主觀能動性,調(diào)動工作積極性中占據(jù)越來越重要的位置。隨著國有企業(yè)的發(fā)展壯大,國有企業(yè)沿用傳統(tǒng)計(jì)劃經(jīng)濟(jì)體制下的勞資行政管理體制已經(jīng)不能適應(yīng)日益激烈的市場競爭,無法使企業(yè)立于不敗之地。國有企業(yè)存在的很多現(xiàn)象如激勵意識薄弱、激勵機(jī)制設(shè)計(jì)過度單一簡化、激勵效果不明顯等等,在很大程度上制約了國有企業(yè)員工工作能動性和積極性的發(fā)揮,直接制約了企業(yè)經(jīng)濟(jì)發(fā)展。因此,如何構(gòu)建科學(xué)有效的激勵機(jī)制,如何最大限度地發(fā)揮員工的積極性和創(chuàng)造性,這些問題都成為國有企業(yè)不得不考慮的問題。本文選擇國有企業(yè)GHHG公司為研究對象,通過抽樣問卷調(diào)查、訪談等方法,認(rèn)真分析了 GHHG公司員工當(dāng)前激勵機(jī)制情況,并結(jié)合GHHG公司內(nèi)部市場化管理和業(yè)務(wù)發(fā)展的方向,分析了當(dāng)前GHHG公司員工激勵機(jī)制與GHHG公司經(jīng)營發(fā)展存在的矛盾。通過對GHHG公司當(dāng)前激勵機(jī)制現(xiàn)狀分析以及通過調(diào)查問卷及訪談?wù){(diào)研,研究發(fā)現(xiàn)GHHG公司目前的激勵機(jī)制主要存在以下的問題:一是薪資結(jié)構(gòu)和薪資水平的激勵性不足;二是考核流于形式導(dǎo)致考核與激勵相脫節(jié);三是負(fù)激勵欠缺和道德激勵功能弱化;四是激勵未能與晉升機(jī)制和培訓(xùn)機(jī)制相結(jié)合。本文試圖從GHHG公司員工激勵機(jī)制建設(shè)和完善入手,創(chuàng)新性的將市場機(jī)制引入GHHG公司員工激勵機(jī)制管理,通過將內(nèi)部市場化管理作為充分調(diào)動員工工作積極性的一個有效工具,以市場化手段保證員工績效激勵的執(zhí)行力,為GHHG公司解決以上員工管理方面存在的問題提供一些對策和建議。通過提升員工薪酬福利水平,優(yōu)化薪酬福利結(jié)構(gòu),建立留住人才長效激勵機(jī)制;加強(qiáng)考核體系建設(shè),建立基于項(xiàng)目分層考核、基于職能分類考核、流程清晰、指標(biāo)及標(biāo)準(zhǔn)不斷優(yōu)化更新的績效管理體系;暢通員工職業(yè)成長機(jī)制,拓寬員工職業(yè)晉升渠道和培訓(xùn)渠道,構(gòu)建了全面有效的GHHG公司員工激勵機(jī)制。本文通過GHHG公司員工激勵問題的研究,促進(jìn)GHHG公司激勵體系的構(gòu)建,進(jìn)而在GHHG公司中構(gòu)建一支能力結(jié)構(gòu)合理、工作情緒高漲、專業(yè)技術(shù)先進(jìn)的高素質(zhì)員工隊(duì)伍;同時,通過激勵體系的研究,更有利于指導(dǎo)GHHG公司通過構(gòu)建考核、晉升、獎勵、工資福利、社會保險和培訓(xùn)等綜合體系,最大限度的發(fā)揮員工的能動性和創(chuàng)造性,實(shí)現(xiàn)國有企業(yè)工作效能的最大化。本文對GHHG公司員工激勵進(jìn)行研究,對于目前國內(nèi)學(xué)者關(guān)于該領(lǐng)域的理論研究有一定的完善和補(bǔ)充意義。
[Abstract]:Talent as the first resource, the scientific management of staff appears to be more and more important. There are many important parts in modern enterprise management system, among which, the construction and effective operation of incentive mechanism, as an important part, through the construction of a variety of incentive behavior in the enterprise, in order to give play to the subjective initiative of people. Play a more and more important role in arousing work enthusiasm. With the development of state-owned enterprises, state-owned enterprises have been unable to adapt to the increasingly fierce market competition and make them invincible. Many phenomena existing in state-owned enterprises, such as weak incentive consciousness, excessive simplification of incentive mechanism design, lack of obvious incentive effect and so on, to a large extent, restrict the work initiative and enthusiasm of employees in state-owned enterprises. Directly restricted the economic development of enterprises. Therefore, how to construct the scientific and effective incentive mechanism and how to maximize the enthusiasm and creativity of the employees have become the problems that state-owned enterprises have to consider. This paper selects GHHG Company as the research object, through sampling questionnaire survey, interview and other methods, seriously analyzes the current incentive mechanism of GHHG employees, and combines the internal marketing management and business development direction of GHHG Company. This paper analyzes the contradiction between the current employee incentive mechanism of GHHG Company and the management and development of GHHG Company. Through the analysis of the current incentive mechanism of GHHG Company and the questionnaire and interview investigation, it is found that the current incentive mechanism of GHHG Company has the following problems: first, the incentive of salary structure and salary level is insufficient; The second is the lack of negative incentive and the weakening of moral incentive; the fourth is the failure of incentive to combine with promotion mechanism and training mechanism. This paper attempts to introduce the market mechanism into GHHG company employee incentive mechanism management innovatively, through the internal market-oriented management as an effective tool to fully mobilize the enthusiasm of employees, starting from the GHHG company employee incentive mechanism construction and improvement, innovative market mechanism into GHHG company employee incentive mechanism management. This paper provides some countermeasures and suggestions for GHHG Company to solve the above problems in employee management by means of market-oriented measures to ensure the executive power of employee performance incentive. By improving the level of compensation and welfare, optimizing the structure of compensation and welfare, establishing a long-term incentive mechanism to retain talent, strengthening the construction of assessment system, building a hierarchical assessment based on projects, based on functional classification assessment, the process is clear. Indicators and standards constantly optimize the updated performance management system, smooth the staff career growth mechanism, broaden the staff career promotion channels and training channels, and build a comprehensive and effective incentive mechanism for GHHG employees. In this paper, through the research of employee motivation in GHHG Company, we promote the construction of incentive system in GHHG Company, and then construct a high-quality staff with reasonable ability structure, high working mood and advanced professional technology in GHHG Company, at the same time, Through the research of incentive system, GHHG will be more helpful in guiding GHHG to maximize its employees' initiative and creativity by building a comprehensive system such as examination, promotion, reward, salary and welfare, social insurance and training, etc. To maximize the work efficiency of state-owned enterprises. In this paper, the employee motivation of GHHG Company is studied, which is of great significance to the domestic scholars' theoretical research in this field.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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